Source Management

Question 1

Define: Human Source

Answer 1

A person:
- Who provides information to police about actual or potential criminal activity and,
- Whose identity requires protection
- Whose identity details are known to police

Question 2

What are the two types of Human Source Recruitment?

Answer 2

Active Recruitment – Police approach a potential HS who may be able to assist. Requires careful
assessment of their ability to provide helpful information.

Volunteered Information – Person who approaches NSWPF and voluntarily provides information which may assist

Question 3

What is Human Source Registration? Who needs to be registered and what are the two types?

Answer 3

• Registration is the process where personal details and relevant information are formally recorded (source system)
• ALL persons who meet the definition of a HS MUST be registered

Two types:

One off: HS provides information to NSWPF on a one off basis. NSWPF does not intend in ongoing associations with the HS

Ongoing: Ongoing associations between NSWPF and HS are intended (more than 1 contact

Question 4

What should you consider when deciding to registered a human source?

Answer 4

Source
- Are they a victim or witness?
- Does the source have criminal history/intel that is serious and recent?
- Is the source committing a crime? How are they aware of the information?
- Are they seeking a benefit or reward?
- What is their motivation? (Reward, revenge, good Samaritan etc)
- Age of source
- Alcohol/drug use (reliable?)

POI
- Will POI discover the origin of the information due to their relationship with source
- Does POI have capacity/motivation to take action against the source
- Info from Police about other police (DO NOT REGISTER) Refer to complain management team

Question 5

Under the Human Source policy what is the age of a young person?

Answer 5

For purpose of HS policy, a YP is anyone under 18

Question 6

When are you permitted to use a young person as an ongoing Human Source?

Answer 6

young persons only permitted to be used as ongoing HS in exceptional circumstances

Question 7

What are possible effects of utilising young persons as human sources, that should be considered?

Answer 7

Before utlising, consider:

• Impact on their welfare or family members
• Age
• Domestic situation
• Unnecessarily encouraging YP to associate with criminals

Question 8

When to inform parents of a (YP) human source registration?

Answer 8

• If YP is registered as a HS and under 16 parents/guardian MUST be informed
• If YP is between 17-18, parents/guardian SHOULD be informed unless:
• Handler is satisfied YP has no legit reasons for not informing and YP has capacity to understanding implications and risk etc.
• Limited serious risk to not informing parents
• If informing parents will place YP in harm
• YP has total control of their life and is living independently

Question 9

What are the two kinds of Registration numbers?

Answer 9

Registration number:
- Automatically generated by source system
- Unique to the registration, should be used at all times when referring to source
- Used for affidavits

Central Source Number:
- Unique number on system that represents identity of the HS
- Similar to CNI
- HS may have multiple registration numbers but only one CSN

Question 10

Deactivation of a Human Source
1. When can you deactivate?
2. When should you deactivate?

Answer 10

1. Registration may be closed during 90 day review process or at ANYTIME throughout association as deemed appropriate
2. Except in exceptional circumstances, HS should be deactivated when the HS:
   - Consistently provides false, misleading or unreliable info
   - Consistently fails to provide worthwhile info
   - Has received adverse judicial comments
   - Is involved in criminal activity
   - Has abused the rewards system
   - Can no longer be contacted
   - Otherwise undesirable

Question 11

What are two types of benefits? Who must approve?

Answer 11

Sustenance and assistance
May include:
- Affidavit of assistance
- Support letter (E.g. dpt. Of housing)

Provision of assistance must be approved by Superintendent

Rewards
A financial payment to a HS for info that has significantly assisted police
Approved by REAC (Reward evaluation advisory committee)

Question 12

Explain the Human Source Management Process?

Answer 12

1. Recruitment (Active or Volunteered)
2. Assessment/Risk Assessment
3. Registration (One off, on-going, dual) - Acknowledgement of conditions
4. Association (Document everything)
5. Evaluation (Conducted throughout, deactivate or keep going)
6. Benefit provision

Question 13

Acknowledgement of Conditions
1. What is it?
2. What does it contain?
3. How to do?

Answer 13

1. Document signed by HS, handler and controller, ideally at second meeting
2. Contains infor to HS regarding their relationship with the NSWPF and restrictions on contact. Most importantly, it discloses the fact that the HS is not immune to prosecution if they commit unlawful acts
3. Once completed, it is to be scanned (don’t use HS name) and upload it to source system. Once uploaded,
   shred the original

Question 14

What are the 5 points on the Acknowledgement of Conditions?

Answer 14

1. Source will not be protected from prosecution if they commit crime
2. Responsibility of police only extends to the acts by the source which have been authorised by police
3. Police will protect source identity during court but court has discretion to disclose
4. Source isn’t agent/employee of NSWPF
5. Restrictions on contact with handler has been explained to source

Question 15

What are the different roles in Human Source Management Workflow?

Answer 15

Human Source
Handler/Co-Handler
Controller
Senior Supervisor
Command registrar
Central registrar

Question 16

What is the Role of handler?

Answer 16

• Can be any sworn NSWPF officer
• Has direct contact with HS
• Responsibility to record all contacts
• Only record HS identity with ‘identity’ tab
• Record information known on source in provided fields (basic profile)
• Create sanitised IR on COPS
• Comply with SOPS

Question 17

What is the Roles of Controller/Senior Supervisor?

Answer 17

Controller – responsible for handler supervision and management/quality control

Senior Supervisor – Officer who supervises the controllers management (normally Inspector)

Question 18

Benefits of a Human Source?

Answer 18

• Protects police against vexatious complaints
• Strengthens corruption resilience
• Develops a risk assessment
• All interactions are recorded
• Supervisors can review all actions
• Improves safety of police and source
• Supports proactive policing and intelligence gathering
• Performance management
• Recognises sources as a valuable tool

Question 19

What are the 5 ways you would protect the identity of a Human Source?

Answer 19

1. Consideration prior to registration to the likelihood of POI identifying HS
2. Shredding acknowledgement and ensuring documents not labelled with name or identifying info
3. Recording all contact on HS system for constant revaluation and risk assessment
4. Using registration number and not identifying gender
5. Only telling controller/senior supervisor and command registrar of ID (not using CS number)

(PII) PUBLIC INTEREST IMMUNITY!!!!

Question 20

SCENARIO
* You identify a possible HS.

What steps will you take and what is the process of recruitment?

Answer 20

• Conduct assessment (background, criminal activity, associates, risk, age, benefit to the source?)
• Assess credibility
• Conduct a risk assessment – likelihood of POI identifying the source
• Approach the POI dependant on situation (alone, away from people, etc)
• Identify if one off registration or ongoing
• Formally record the details in the Source Management systems. Obtain Source Registration number. Always
  refer to the source as this number. (Follow SOPS)
• Acknowledgement of conditions
• Record all interactions (meeting, phone, written)
• Evaluation – Effectiveness, did you achieve lawful objectives, truthful info
• Consider De-activation or ongoing associations
• Consider submitting HS tasking request
• Benefit provisions?

Question 21

SCENARIO

You are preparing an application for a search warrant. Some of the information forming the basis of the application has been provided to you by a registered source.

You want to protect this information from public record because you believe that its disclosure may compromise the investigation. What should you do?

Answer 21

Clause 13 of LEPRA requires that documents relating to search warrants be kept including any written application, a record relating to the application/warrant, a copy of the occupiers notice and a report on the execution including a copy of the receipt for any seized item.

To protect the information set out in Clause 13 an officer may make an application pursuant to Clause 14 LEPRA enables an authorised officer (clerk of the court) to, at any time, issue a certificate to the effect that the information is not to be made available.

Grounds to issue a clause 14 certificate include:
* Information that may disclose a person’s identity, and
* if that identity is disclosed that persons safety may be jeopardised, and
* To prevent the application from being publicly accessed on the basis that it may seriously compromise the investigation of any matter